The face of Australia's workforce is changing. It's not the same as it was 20 years ago. Where young men were the main workers and the elderly and women sat at work with their children (Nankervis et al. 2006, p.54). Nowadays the number of elderly people has increased dramatically, which affects the workforce and brings new challenges for human resources. The new implications that human resources must face concern adequate age distribution, keeping old employees in work for as long as possible and avoiding clashes between different generations. It also combines the experience of older employees with the knowledge of new technologies of younger ones. All this can be achieved through correct HR strategies, which will benefit organizations and employees. Due to the large number of aging women, women are entering the workforce and their number is increasing every day. But there are still perceptions about female employees from the old days appearing among organizations. (Tohey et al. 2009). Consequently, HR must adapt to these changes by eliminating the gender pay gap, increasing the number of women in management positions and avoiding selection between men and women. This will help eliminate gender and increase the productivity of the organization and will keep employees loyal. Today, population aging is a common challenge facing workforces and human resource managers in developing countries. It affects human resource strategies and practices (Nankervis et al. 2006, p.54). One of the problems associated with the aging population is the unequal relationship between retirees and the smaller number of younger workers who replace them. This creates a large number of people who will not work in the future (Patrickson & Ranzijn, 2006). As a result, we are now working… middle of paper… A focus on gender similarities in work experiences in senior management, an Australian bank study builds the case. Equal Opportunities International, vol. 27, No 5, pp.433-454. Burgess, J., Strachan, G. 2005, Integrating work and family responsibilities: Policies to increase women's work activity rates. Just Policy, No.35, pp. 5-12. Patrickson, M., Ranzijn, R. 2006, Aging Workforce: Challenges for 21st Century Management. International Journal of Organizational Behavior, Vol. 10, pp. 729-739. Dohert, L., Stead, L. 1998. The gap between men's and women's pay: what does the case of the hotel and restaurant sector tell us?. The Service Industries Journal, Vol.18, 126-144.Davidson, MCG, McPhail, R., Barry, S. 2011, Human Resource Management in the Hospitality Industry: Past, Present and Future. International Journal of Contemporary Hospitality Management, Vol.23, No. 4, pp. 498-516.